With Ramadan fast approaching, employers are being advised to consider ways to accommodate their Muslim workers.
Law firm DWF says some simple changes to the usual routine – such as allowing breaks at different times of day – could lead to greater harmony in the workplace and help avoid charges of religious discrimination.
Ramadan this year takes place from Thursday (September 13) to October 11 with Eid ul-Fitr, the celebration at the end of the holy month, on October 12.
During Ramadan, Muslims fast from dawn to dusk and pay particular attention to spiritual matters.
Tim Scott, partner with DWF in Liverpool says firms should:
* Look at special requests for annual or unpaid leave
* Consider flexible working or changing shift rotas to accommodate breaking the fast
* Consider allowing extra time off to pray, especially at sunset
* Encourage gestures such as sending Eid cards, in a similar way to Christmas cards
* Avoid organising social events during major religious festivals so as not to exclude Muslims
* Consider allowing meal breaks at different times, for example lunch breaks at dusk to coincide with breaking the fast – and extending these to non-Muslim employees to encourage integration
* Consider training staff on different religious events.
Mr Scott adds: “Employers do not have to allow time off or changes to the usual routine if it would adversely affect the business. However it is good practice to do so wherever possible and helps to generate goodwill.
"Accommodating religious practices does not mean allowing extra time off, but rather being flexible about employees’ existing holiday entitlement or break periods.
“Most employers are aware that discrimination on grounds of religion is against the law – but they should also ask themselves whether they are guilty of indirect discrimination. For example, always scheduling important meetings for dusk when Muslims are due to break their fast could fall into this category.�